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FORMER ACE CHIEF EXECUTIVE LISTED ON TOP 100 BAME LEADERS IN BUSINESS INDEX

Former ACE chief executive (now FIDIC CEO) Nelson Ogunshakin has been listed on Green Park’s third annual Top 100 BAME Leaders in Business Index to celebrate the professional achievements of Britain’s ethnic minority leadership community and their commitment to delivering positive change.

This year’s Index includes leaders from across the UK private, public and third sectors, highlighting the importance that ethnic minority role models have in helping to inspire the next generation of black, Asian and minority ethnic (BAME) leaders. Launched by executive diversity recruitment specialists, Green Park, the index is designed to highlight the talent, experience and expertise of ethnic minority leaders who are still currently chronically under-represented at board level in both private, public and third sector organisations.

Green Park applied a strict selection criterion to identify 800 ethnic minority individuals that comprise the talent pool from which the Top 100 were selected, with the majority occupying director, executive and non-executive positions. To establish the final shortlist for the Top 100 BAME Leaders in Business Index, Green Park applies a propriety scoring methodology judged by an independent panel of experts, which identifies candidates’ professional achievements and commitment to delivering positive change.

Commenting on his inclusion in the list, FIDIC chief executive Nelson Ogunshakin said: “I am delighted and honoured to be listed in such illustrious company. For organisations to be truly successful they need to represent all of the society they serve and businesses need to do more to promote inclusivity and diversity. I hope that my inclusion in the Top 100 Leaders in Business Index will inspire others from the BAME community to achieve and be the best that they can be.”

Raj Tulsiani, CEO of Green Park, said: “If we are to truly change attitudes to diversity and inclusion in senior leadership across the public, private and third sectors we need to highlight that there are already talented candidates doing incredible work. The problem is that there are not enough of these leaders. We need action to ensure BAME talent in the leadership pipeline can break through the glass ceilings that remain in many organisations. Organisations also need governance structures to appeal to the widest possible talent pool and to ensure an inclusive environment.”